HR, payroll, and finance leaders at post-acute and long-term care providers need to compute a compliant blended/weighted-average regular rate for overtime when employees have multiple pay rates and additional remuneration (non-discretionary bonuses, shift differentials, on-call pay, commissions, piece-rate, and tipped work). The problem is determining what must be included vs excluded under FLSA (and select state rules like CA/MA) and applying it correctly to avoid underpayment, audits, and penalties.
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This information is for educational purposes only, and not to provide specific legal advice. This may not reflect the most recent developments in the law and may not be applicable to a particular situation or jurisdiction.